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Human resources management

Introduction

Human resources management is the aspect of moving away from transactional roles,

traditional personnel and administration, which are currently outsourced. Alternatively, HRM

adds value to employees’ strategic utilization and employee programs, which have an impact to

the organization in measurable ways. In most cases, the aspect of HRM in an organization

ensures the workers use their abilities, knowledge, and skills effectively. In some cases, Human

resources management in an organization focuses on the recruitment processes, evaluation, and

training, retention of the workers, workers compensation, employee development, safety

wellness, communication, benefits and the aspect of performance management. With this in

mind, the paper will generally elaborate on human resources management in healthcare. The

paper will also give a general discussion regarding HRM for the public and the nonprofit

organizations. Lastly, the paper will give an elaboration on the personnel theories and personnel

practices that play key role in an organization.

Human Resources in Health Care

Human resource in health care or HHR entails enacting actions in the health care system

with an intention of enhancing health. HHR remains one of the fundamental blocks when it

comes to health care systems. They include the health professions, dentists, nurses, social health

workers, physicians, health management, nurses and the support personnel. As much as the

health support personnel may not contribute directly to health care services, they play an

essential role in the health care systems and functioning (Fried, 2008, 36). The health care

support personnel include medical records, health services managers, health economists, health
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information technicians, medical secretaries and supply chain managers at the facility. Generally,

human resources in healthcare entail aspects such as development, planning, performance,

retention, management, human resource research and health care information (Fried, 2008, 45).

Human resources management for public and nonprofit organizations

Nonprofit organizations are generally organizations, which are not funded by the

government in way while the public organizations are state-controlled organizations like

universities, councils and even schools. In both organizations thus the public and the nonprofit

organizations, employees remains their greatest assets and expenses. In most cases, the public

and the nonprofit organizations depend totally on professionalism and competence of their

employees (Pynes, 2009, 76). Therefore, this would mean that the nonprofit and public

organizations do not really depend on machines to enhance productivity making them labor

intensive. However, for-profit organizations have different operation systems in that they

generally rely on technology in automating the organizational production.

Personnel theory

Personnel theory in an organization refers to policies the organization has put in place

that are fundamental in the running of the organization. Personnel theories in any organization

remain an important aspect in maintaining employee relations in the organization. There are

various types of personnel theories in any organization. However, the motivational theory

remains the most important human resources theories in any organization. Motivational theories

in an organization entail the intangible benefits, financial rewards and the organizational

structure. Alternatively, the McGregor’s X and Y theory generally focuses on the Egalitarian

aspects and the authoritarian aspects in the organization (Rainey, 2009, 67).
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Personnel practices

Personnel practices in an organization entail the personnel activities in an organization.

There is always the need to understand personnel practices in an organization for the benefit of

both the organization and the workers. Enacting effective personal practices in the organization

will be important to the growth and the success of the organization.

Conclusion

Human resource in health care or HHR remains an essential aspect in the health care

industry. Therefore, every healthcare facility should at least implement an effective human

resource system in their facility that will enable the facility provide proper services to their

clients. Alternatively, the nonprofit and the public organizations must at least change on how

they conduct their activities especially when it comes to human resources management.
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Bibliography

Fried, Bruce, and Myron D. Fottler. 2008. Human resources in healthcare: Managing for

success. 3rd ed. Washington, D.C.: Health Administration Press.

Pynes, Joan. 2009. Human resources management for public and nonprofit organizations: A

strategic approach. 3rd ed. San Francisco: Jossey-Bass.

Rainey, Hal G. 2009. Understanding and managing public organizations. San Francisco, CA:

Jossey-Bass.